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Hein, Antonia Z., Wim J. L. Elving, Sierdjan Koster, and Arjen Edzes. "Is your employer branding strategy effective? The role of employee predisposition in achieving employer attractiveness." Corporate Communications: An International Journal 29, no. 7 (2024): 1–20. http://dx.doi.org/10.1108/ccij-07-2022-0070.
Testo completoAbstract (sommario):
PurposeEmployer branding (EB) has become a powerful tool for organizations to attract employees. Recruitment communication ideally reveals the image that companies want to portray to potential employees to attract talents with the right skills and competences for the organization. This study explores the impact of EB on employer attractiveness by testing how pre-existing employee preferences interact with EB and how this interaction affects employer attractiveness.Design/methodology/approachA quasi-experiment among 289 final-year students was used to test the relationships between EB, perceived employer image, person-organization (P-O) fit and employer attractiveness, and the potential moderating variables of pre-existing preferences, in this case operationalized as locational preferences. Students are randomly assigned to four vacancies: one with and one without EB cues in two different locations: Groningen and Amsterdam. The authors used standard scales for attractiveness, perceptions of an employer and person-organization fit. The authors test the relationships using a regression analysis.FindingsResults suggest that if respondents have previous predispositions, then their preference can be enhanced using an EB-targeted strategy. Based on these results, the authors can conclude that EB and related practices can be successful avenues for organizations in the war for talent, particularly if they reaffirm previous preferences of potential employees.Originality/valueThe research is original in the way it provides empirical evidence on the relationship between EB and attractiveness, particularly when previous employee preferences exist. This is of value to employers using EB as a tool to influence employer attractiveness.
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Bradshaw, Aisha. "Revealing employer preferences." Nature Human Behaviour 3, no. 12 (2019): 1250. http://dx.doi.org/10.1038/s41562-019-0796-y.
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Jain, Neetu, and Prachi Bhatt. "Employment preferences of job applicants: unfolding employer branding determinants." Journal of Management Development 34, no. 6 (2015): 634–52. http://dx.doi.org/10.1108/jmd-09-2013-0106.
Testo completoAbstract (sommario):
Purpose – In the ever increasing competition in the employment market, an organization’s need to become a “great place to work” has gained significant momentum. Employer branding has thus emerged as an essential management practice employed by the organization to create its image as desirable employer in the eyes of prospective employees. The purpose of this paper is to highlight the understanding of employer branding through the eyes of “potential” young employees in Delhi and North Central Region, India. The results presented in this paper throw light on the perceived importance of employer branding among the prospective employees via analysis of various branding factors chosen for the study. The study results report that the perceived significance of employer branding factors differs mainly across gender and age of prospective employees. Notably, public and private sectors are being perceived significantly different by the potential job applicants on employer branding factors. Thus, this paper presents important findings enabling employers to build brand value and an attractive reputation in the job market so as to attract and retain the best talent. Design/methodology/approach – Survey methodology was used to test the hypothesis. The sample was selected from Delhi and National Capital Region (NCR) primarily from the students of business schools who were randomly selected to fill in the questionnaire. As they are the potential hires, it seemed appropriate to know their preference of employer branding factors. They are ready to join the corporations therefore, data extracted would be much more suitable as they can throw light on their immediate preferences and provide insight into the research study. For collection of data an online structured questionnaire was administered. A total of 270 questionnaires were administered and 239 filled questionnaires were received. Findings – From the results it can be seen that private sector emerged as preferred sector of choice for the majority of potential employees. However, there are some factors which are handled well in private sector as compared to public sector and vice versa. There are some factors like – stability of the company, work-life balance and job security which potential employees perceive as important and therefore, need to be addressed by both public and private sector organizations. Research limitations/implications – Limitation of this study is that the findings cannot be generalized therefore, provide opportunities for further research. Moreover, the sample included only students as prospective employees seeking a new job or a career change. Thus the results obtained on a sample of relatively inexperienced job seekers, might partially reflect commonly held stereotypes of attractive organizations. Hence, it is interesting to use other samples such as experienced job seekers or those who are currently employed. Another limitation is that the study is restricted to Delhi and NCR region hence, the data is not representative of a wider population. Further research may expand the scope in terms of sample size as well. Future research may also explore the extent of employee attraction and retention vis-à-vis employer branding factors in organizations. A final avenue for future studies consists in exploring the processes which underlie the organizational choice decisions of prospective applicants. Practical implications – This study has added to the growing body of research on employer branding factors by generating more knowledge and arguments in favor of certain employer branding factors in the workplace. If organizations truly want to attract good talented people then management needs to bring about the necessary organizational support and infrastructure at the early and middle stages of an employee’s career which are most often the stages where important choices are made. They need to be more considerate toward employee needs. Efforts can be made to build a good work culture by paying heed to their preferences. Therefore, this study helps establish a foundation for implementation of various employer branding factors which are perceived important by the potential job applicants, especially in Indian context. The findings are of particular important for human resource (HR) managers and policy makers in both public sector as well as private sectors in these times of increased inter-sectoral personnel movement. These findings can be utilized as a guiding instrument while inter-sectoral recruitment is being made. These would also enable employers to take appropriate action in order to build their employer brand based on certain discussed employer branding factors so as to attract talent which in turn would also help them in retaining talent. Social implications – There are many employer branding factors which tend to affect the mindset of potential employees in selecting their prospective employer. Employers can therefore, endeavor to understand those factors at length so as to attract talent which in turn would also help in retaining talent. Originality/value – Results throw light on the perceived importance the potential employees give to various employer branding factors taken for the study. Perceived significance attached to employer branding factors differs across gender, age, education background, etc. It was also found that for some important employer branding factors public and private sectors are being perceived significantly different by the potential job applicants. Thus, paper presents important findings that would enable employers to take actions in order to build their employer brand so as to attract talent which in turn would also help them in retaining talent.
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Tilipman, Nicholas. "Employer Incentives and Distortions in Health Insurance Design: Implications for Welfare and Costs." American Economic Review 112, no. 3 (2022): 998–1037. http://dx.doi.org/10.1257/aer.20181917.
Testo completoAbstract (sommario):
This paper studies employer incentives in designing health insurance provider networks and whether observed offerings reflect preferences that are aligned with employees. I estimate a model of supply and demand where I endogenize employer health plan offerings with respect to hospital and physician networks. I find that employers “overprovide” broad networks by overweighting the preferences of certain employees, specifically older workers and those in regions with less provider competition, over the preferences of the average employee household. Shifting employers toward offering different provider networks in different geographic markets could yield substantial gains to surplus, with minimal distributional or selection effects. (JEL G22, G28, I13, J32, M52)
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Feng, Jiaojiao, and Pengxin Xie. "Is mediation the preferred procedure in labour dispute resolution systems? Evidence from employer–employee matched data in China." Journal of Industrial Relations 62, no. 1 (2019): 81–103. http://dx.doi.org/10.1177/0022185619834971.
Testo completoAbstract (sommario):
This study explores procedural preferences in the historical development of labour dispute resolution systems at the national level and employees’ pre-experience preference to resolve disputes at the individual level. Drawing on two datasets – one from national public statistics and one from China’s employer–employee matched data – we find that mediation has fluctuated in its use and efficacy, and it has re-emerged as an important method to stabilize labour relations. Employees choose internal mediation only if they feel that the enterprise’s mediation committee is selected fairly. Organizational structure factors, such as the enterprise’s size and the effectiveness of the Staff and Workers Representative Congress, moderate the relationship between employees’ perceptions of justice and procedural preferences. This study contributes to the dispute resolution literature by highlighting the interactions between individual perceptions of justice and organizational factors of procedural preference. Additionally, practical implications are offered to aid in the design of dispute resolution systems and improve organizational justice.
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Načinović Braje, Ivana. "The perspectives of variable pay in Croatia." Ekonomski pregled 72, no. 4 (2021): 550–70. http://dx.doi.org/10.32910/ep.72.4.3.
Testo completoAbstract (sommario):
Variable pay can have numerous benefits for the employee and the employer, however, the overall effect of variable pay will depend upon employee attitudes and preferences towards such form of compensation. Considering that reward systems in Croatia traditionally used the equality principle, the objective of this paper is to examine the role of variable pay from both employee and employer perspectives. Research results are based on a Delphi research of employee attitudes about variable pay and empirical investigation of actual employers’ variable pay practices. The Delphi study results indicate a lack of consensus about employees’ preferences for variable pay in Croatia. However, practice shows that some form of individual variable pay has been adopted by most examined companies. There is some gap between preferences for variable pay and actual compensation practices so this paper identifies conditions under which acceptance of variable pay can be improved.
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Pingle, Sameer, Shubhangi Jore, and Rajwinder Kaur. "Employer attractiveness, socio demographic variables, and personality traits: A cluster analysis of potential employees." Journal of Economics and Management 47 (2025): 299–332. https://doi.org/10.22367/jem.2025.47.12.
Testo completoAbstract (sommario):
Aim/purpose – This study explores the dimensions of employer attractiveness and its impact on segmenting potential employees based on their preferences. The research focuses on socio-demographic variables, personality traits, and critical aspects of em- ployer attractiveness to elucidate the factors influencing individuals’ inclination to align themselves with their employers. Design/methodology/approach – The research employs a non-probability sampling technique to collect data from undergraduate and postgraduate management and engi- neering students in Indore City, India. Data was collected through a structured question- naire covering socio-demographic details, perceptions of employer attractiveness, and personality traits. Factor analysis and cluster analysis were used to analyze the data. Findings – The study provides insights into understanding employer attractiveness and its components. Segmenting employees based on their preferences reveals how individu- als perceive different aspects of employers. By analyzing socio-demographic factors and personality traits in combination with employer attractiveness, the research offers a nu- anced perspective on the determinants of individuals’ preferences for employers. Research implications/limitations – This study’s findings are limited by the non-probability sampling technique and its focus on students in a specific geographic area, which may affect the generalizability of the results. Future research could include diverse demographic and geographic samples to validate the identified clusters. Despite these limitations, the study’s findings have practical implications for developing targeted employer branding strategies to enhance employer attractiveness and employee retention. Originality/value/contribution – This research contributes to the growing body of knowledge on employer attractiveness. It highlights the significance of effective em- ployer branding strategies for organizations striving to attract and retain top talent in a competitive labor market. Keywords: employer attractiveness, talent acquisition, retention, personality traits, em- ployer branding, segmentation. JEL Classification: L2, M1.
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Kessler, Judd B., Corinne Low, and Colin D. Sullivan. "Incentivized Resume Rating: Eliciting Employer Preferences without Deception." American Economic Review 109, no. 11 (2019): 3713–44. http://dx.doi.org/10.1257/aer.20181714.
Testo completoAbstract (sommario):
We introduce a new experimental paradigm to evaluate employer preferences, called incentivized resume rating (IRR). Employers evaluate resumes they know to be hypothetical in order to be matched with real job seekers, preserving incentives while avoiding the deception necessary in audit studies. We deploy IRR with employers recruiting college seniors from a prestigious school, randomizing human capital characteristics and demographics of hypothetical candidates. We measure both employer preferences for candidates and employer beliefs about the likelihood that candidates will accept job offers, avoiding a typical confound in audit studies. We discuss the costs, benefits, and future applications of this new methodology. (JEL D83, I26, J23, J24, M51)
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Caramelli, Marco, and Edward J. Carberry. "Understanding employee preferences for investing in employer stock: evidence from France." Human Resource Management Journal 24, no. 4 (2014): 548–66. http://dx.doi.org/10.1111/1748-8583.12057.
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Bustamante, Silke, Rudi Ehlscheidt, Andrea Pelzeter, Andreas Deckmann, and Franziska Freudenberger. "The Effect of Values on the Attractiveness of Responsible Employers for Young Job Seekers." Journal of Human Values 27, no. 1 (2020): 27–48. http://dx.doi.org/10.1177/0971685820973522.
Testo completoAbstract (sommario):
Purpose: Empirical studies suggest that corporate social responsibility (CSR) impacts young job seekers’ choices of an employer. Values seem to affect CSR preferences, influencing the felt fit between the person and the organization and hereby the valence of working for that company. This article aims to research in more detail the preference structure of young graduate job seekers. In particular, it seeks to understand whether CSR is important when there is a trade-off between CSR and non-CSR attributes and whether basic value orientations of job seekers have a moderating effect on their employer preferences. Design/methodology/approach: This article used a quantitative approach with a survey sample of 577 German students who were in their last year of study. To gain information on the relative impact of CSR- and non-CSR-related employer characteristics on employer attractiveness, an adaptive conjoint analysis was applied. Correlation analysis and a two-step hierarchical regression were conducted to detect the effects of individual value orientations. Findings: Only a few CSR attributes are relevant for young job seekers compared with other traditional employer attributes. Specific value orientations can be identified as having a moderating effect on CSR preferences. This is particularly the case for value orientations indicating a concern for the welfare of others and the environment positively affect the importance of most CSR attributes while more selfish value orientations have a negative effect. Originality/value: This study sheds light on the relative importance of CSR attributes when compared with non-CSR attributes. Moreover, it relates employee-related preferences to individual value orientations and shows that selected values have a modifying effect on the importance of CSR for job choice.
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Bredgaard, Thomas. "Employers and Active Labour Market Policies: Typologies and Evidence." Social Policy and Society 17, no. 3 (2017): 365–77. http://dx.doi.org/10.1017/s147474641700015x.
Testo completoAbstract (sommario):
Among scholars and practitioners, there is a growing recognition of the important role of employers in the success of active labour market policies in Europe. However, there is a lack of systematic evidence about why and how employers engage in active labour market policies. In this article, the preferences and behaviour of employers towards active labour market policies are untangled. A typology of four types of employers is constructed for analytical and empirical analysis. By distinguishing positive and negative preferences from participation and non-participation, four types of employers are identified: the committed employer, the dismissive employer, the sceptical employer and the passive employer. The utility of the typology is tested with survey data on employer engagement in Danish ALMPs. The findings indicate that only a minority of Danish employers can be classified as ‘committed employers’, and the majority are either ‘dismissive’ or ‘passive’ employers. In the final section, this finding and the usefulness of the typology for analytical and empirical research is discussed.
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Bakanauskienė, Irena, Rita Bendaravičienė, and Laima Barkauskė. "Features of Employer Attractiveness on Lithuanian Business Organizations: Employees’ Perceptions." Management of Organizations: Systematic Research 77, no. 1 (2017): 7–23. http://dx.doi.org/10.1515/mosr-2017-0001.
Testo completoAbstract (sommario):
Abstract Elections of the most attractive employer take place both in Lithuania and worldwide. Instruments used to measure organizational attractiveness in these elections are focused on a priori features of a universal “employer of choice” and therefore neglecting a fact that people may have different perceptions and preferences. Addressing this limitation the article presents the results of an empirical study of employer attractiveness in Lithuanian business sector. Based on the responses (N = 1020) to an open-ended question, the study allowed to identify the most important features of an attractive employer, namely: attractive salary, good working atmosphere, flexibility and freedom at work, timely payment of wages.
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Fisher, Joseph G., Laureen A. Maines, Sean A. Peffer, and Geoffrey B. Sprinkle. "An Experimental Investigation of Employer Discretion in Employee Performance Evaluation and Compensation." Accounting Review 80, no. 2 (2005): 563–83. http://dx.doi.org/10.2308/accr.2005.80.2.563.
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Employment relationships provide fertile ground for both employee and employer opportunism. Employers worry about whether employees will devote sufficient effort to work, and employees are concerned about whether employers will compensate them appropriately. In this paper, we examine whether employer discretion over the size of the total employee compensation pool and the allocation of this pool among employees influences employee and employer opportunism. The results of our experiment indicate that firm output and employees' compensation are greater when the employer does not have discretion over total employee compensation, but does have discretion over the allocation of total compensation. We find that the employer's residual profit increases with discretion over the allocation of compensation among employees; however, we find no effect on residual profit of the employer's discretion over the total amount of employee compensation. Our results suggest that firms benefit from a compensation contract that establishes total employee compensation as a predetermined function of public, aggregate measures such as accounting income, but provides the employer at least some discretion to allocate this compensation using private information. However, our results caution that employees and employers may not have similar preferences for the degree of employer discretion over the determination of total employee compensation.
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Fadlon, Itzik, Jessica Laird, and Torben Heien Nielsen. "Do Employer Pension Contributions Reflect Employee Preferences? Evidence from a Retirement Savings Reform in Denmark." American Economic Journal: Applied Economics 8, no. 3 (2016): 196–216. http://dx.doi.org/10.1257/app.20150015.
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This paper studies how firms set contributions to employer provided 401(k)-type pension plans. Using a reform that decreased the subsidy to contributions to capital pension accounts for Danish workers in the top income tax bracket, we provide strong evidence that employers' contributions are based on their employees' savings preferences. We find an immediate decrease in employer contributions to capital accounts, whose magnitude increased in the share of employees directly affected by the reform. This response was large relative to average employee responses within private IRA-type plans and was accompanied by a similar magnitude shift of employer contributions to annuity accounts. (JEL D14, J26, J32)
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Schullery, Nancy M., Linda Ickes, and Stephen E. Schullery. "Employer Preferences for Résumés and Cover Letters." Business Communication Quarterly 72, no. 2 (2009): 163–76. http://dx.doi.org/10.1177/1080569909334015.
Testo completoAbstract (sommario):
This article reports the results of a survey of employers' preferences for résumé style, résumé delivery method, and cover letters. Employers still widely prefer the standard chronological résumé, with only 3% desiring a scannable résumé. The vast majority of employers prefer electronic delivery, either by email (46%) or at the company's Web site (38%), with only 7% preferring a paper copy. Cover letters are preferred by a majority (56%). Preferences regarding résumé style and cover letters were independent of national (USA) vs. multinational geographic range, company size, type of industry, or respondent's job function. Smaller companies prefer résumé delivery by email, and human resources workers prefer delivery using the company's Web site.
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Baert, Stijn, Ann-Sophie De Pauw, and Nick Deschacht. "Do Employer Preferences Contribute to Sticky Floors?" ILR Review 69, no. 3 (2016): 714–36. http://dx.doi.org/10.1177/0019793915625213.
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Curran, Laura, Raymond Sanchez Mayers, and Fontaine H. Fulghum. "Employer Hiring Preferences in the Human Services." Human Service Organizations: Management, Leadership & Governance 42, no. 1 (2017): 95–104. http://dx.doi.org/10.1080/23303131.2017.1375443.
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Paris, Marion. "Employer Preferences and the Library Education Curriculum." Library Quarterly 55, no. 1 (1985): 1–33. http://dx.doi.org/10.1086/601557.
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Baert, Stijn, Ann-Sophie De Pauw, and Nick Deschacht. "Do Employer Preferences Contribute to Sticky Floors?" Academy of Management Proceedings 2015, no. 1 (2015): 13079. http://dx.doi.org/10.5465/ambpp.2015.13079abstract.
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Ch Rajitha. "The Role of Employer Branding in Attracting and Retaining Top Talent a Study in IT Industry." Journal of Information Systems Engineering and Management 10, no. 4 (2025): 769–80. https://doi.org/10.52783/jisem.v10i4.9902.
Testo completoAbstract (sommario):
The increasing competition for skilled professionals in the IT industry has intensified the need for effective employer branding strategies. This study investigates the role of employer branding in attracting and retaining top talent within the IT sector, focusing specifically on 15 IT companies based in Hyderabad, India. The primary objective is to examine how employer branding influences job seekers’ preferences and current employees’ retention intentions. A mixed-methods research design was employed. Quantitative data were collected from a sample of 300 IT professionals through a structured online questionnaire, while qualitative insights were obtained from semi-structured interviews with HR and talent acquisition managers from the participating companies. Stratified random sampling was used for employee participants to ensure diverse representation across job roles and experience levels, while purposive sampling was used for HR professionals. Data analysis involved descriptive statistics, correlation, and multiple regression analysis using SPSS to identify relationships between dimensions of employer branding (e.g., company reputation, career development opportunities, work culture) and key talent outcomes (attraction and retention). Qualitative data were analyzed using thematic coding to uncover organizational perspectives on branding practices and challenges. The findings reveal that employer branding has a significant positive impact on both talent attraction and retention. Specifically, perceptions of organizational culture, career growth opportunities, and employer reputation emerged as strong predictors of job preference and employee loyalty. Qualitative insights highlighted that companies investing in transparent communication, employee recognition, and inclusive workplace culture reported better retention outcomes. The study concludes that a well-articulated and consistently executed employer branding strategy is a strategic asset for IT companies seeking to secure and sustain a competitive workforce. It recommends that firms integrate internal branding initiatives with external employer value propositions to strengthen their positioning in the talent market.
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Low, Chin Heng, and Prashant Bordia. "A career stage perspective on employees' preferred psychological contract contributions and inducements." Journal of Management & Organization 17, no. 6 (2011): 729–46. http://dx.doi.org/10.1017/s1833367200001140.
Testo completoAbstract (sommario):
AbstractThe employer–employee relationship is underpinned by a psychological contract, which refers to employee beliefs about the exchange of employee contributions and employer inducements. However, there is limited understanding of how employers can shape psychological contracts to meet employees' needs and aspirations. Meeting these needs starts with an understanding of employees' preferences for psychological contract contributions and inducements. We propose that career stage models can be used to achieve that understanding. Using the career stage models of Dalton, Thompson, and Price (1977) and Super (1957), we derive insights into the preferred contributions and inducements, respectively, at various points of an employee's career lifecycle. These insights will help organizations create desirable psychological contracts and retain valued employees.
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Low, Chin Heng, and Prashant Bordia. "A career stage perspective on employees' preferred psychological contract contributions and inducements." Journal of Management & Organization 17, no. 6 (2011): 729–46. http://dx.doi.org/10.5172/jmo.2011.17.6.729.
Testo completoAbstract (sommario):
Abstract The employer–employee relationship is underpinned by a psychological contract, which refers to employee beliefs about the exchange of employee contributions and employer inducements. However, there is limited understanding of how employers can shape psychological contracts to meet employees' needs and aspirations. Meeting these needs starts with an understanding of employees' preferences for psychological contract contributions and inducements. We propose that career stage models can be used to achieve that understanding. Using the career stage models of Dalton, Thompson, and Price (1977) and Super (1957), we derive insights into the preferred contributions and inducements, respectively, at various points of an employee's career lifecycle. These insights will help organizations create desirable psychological contracts and retain valued employees.
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Low, Chin Heng, and Prashant Bordia. "A career stage perspective on employees' preferred psychological contract contributions and inducements." Journal of Management & Organization 17, no. 6 (2011): 729–46. http://dx.doi.org/10.5172/jmo.2011.729.
Testo completoAbstract (sommario):
AbstractThe employer–employee relationship is underpinned by a psychological contract, which refers to employee beliefs about the exchange of employee contributions and employer inducements. However, there is limited understanding of how employers can shape psychological contracts to meet employees' needs and aspirations. Meeting these needs starts with an understanding of employees' preferences for psychological contract contributions and inducements. We propose that career stage models can be used to achieve that understanding. Using the career stage models of Dalton, Thompson, and Price (1977) and Super (1957), we derive insights into the preferred contributions and inducements, respectively, at various points of an employee's career lifecycle. These insights will help organizations create desirable psychological contracts and retain valued employees.
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STEVENS, CYNTHIA KAY, LISA DRAGONI, and MEREDITH F. BURNETT. "EFFECTS OF FAMILIARITY ON EMPLOYER INFERENCES AND PREFERENCES." Academy of Management Proceedings 2010, no. 1 (2010): 1–6. http://dx.doi.org/10.5465/ambpp.2010.54493632.
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Shaulenova, Dana. "Exploring the Influence of Employer Branding Strategies on Employee Engagement." Central Asia Business Journal 24, no. 2 (2024): 1–12. https://doi.org/10.55861/cabj.24.02.01.
Testo completoAbstract (sommario):
Employer branding has become a strategic tool for employee retention, and firms have used it as a means of maintaining a staff that is both stable and competitive. An employer brand that is strong is characterized by values that include social, economic, reputational, development, and diversity opportunities. The literature demonstrates that there are variances in employee engagement in terms of values, preferences, and demands pertaining to the workplace. This is significant when taking into consideration the dynamic and ever-changing character of an organization's workforce. It is the objective of this study to describe how the branding of an employer affects the level of engagement experienced by employees. The methodology utilized in this study was quantitative, and deductive reasoning was utilized throughout the process. Workers in Almaty, Kazakhstan who are employed in the information technology field were given a questionnaire to fill out. The sample consisted of a total of 111 replies. Preliminary findings suggest a direct correlation between employer branding values (social, economic, reputational, development, and diversity) and employee engagement. Moreover, social, economic, reputational, and development values significantly impact employee satisfaction. However, it's important to note that our study is ongoing, and final results will be presented in the thesis work.
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Woodard, Melissa S., Jane K. Miller, Daniel J. Miller, et al. "A cross-cultural examination of preferences for work attributes." Journal of Managerial Psychology 31, no. 3 (2016): 702–19. http://dx.doi.org/10.1108/jmp-09-2013-0289.
Testo completoAbstract (sommario):
Purpose – The purpose of this paper is to examine the relationship between individual- and country-level values and preferences for job/organizational attributes. Design/methodology/approach – Survey data were collected from 475 full-time employees (average of nine years work experience, and three years in a managerial position) enrolled in part-time MBA programs in seven countries. Findings – Preference for a harmonious workplace is positively related to horizontal collectivism, whereas preference for remuneration/advancement is positively related to vertical individualism. The authors also find a positive relationship between preference for meaningful work and horizontal individualism, and between preference for employer prestige and social adjustment (SA) needs. Research limitations/implications – Although the sample comprised experienced, full-time professionals, using graduate business students may limit generalizability. Overall, the results provide initial support for the utility of incorporating the multi-dimensional individualism and collectivism measure, as well as SA needs, when assessing the relationships between values and employee preferences. Practical implications – For practitioners, the primary conclusion is that making assumptions about preferences based on nationality is risky. Findings may also prove useful for enhancing person-organization fit and the ability to attract and retain qualified workers. Originality/value – This study extends research on workers’ preferences by incorporating a new set of values and sampling experienced workers in a range of cultural contexts.
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DellaVigna, Stefano, John A. List, Ulrike Malmendier, and Gautam Rao. "Estimating Social Preferences and Gift Exchange at Work." American Economic Review 112, no. 3 (2022): 1038–74. http://dx.doi.org/10.1257/aer.20190920.
Testo completoAbstract (sommario):
We design three field experiments to estimate how workers' social preferences toward their employer motivates their work effort. We vary the pay rates offered to workers, the return to the employer, and employer generosity demonstrated via unexpected gifts. Workers exert effort even without private incentives, but their effort is insensitive to the return to the employer. This is consistent with “warm glow” but not pure altruism. The gifts have no effect on productivity, but engender extra work. This difference is explained partly by the finding that extra work is much more responsive to incentives than is productivity. (JEL C93, J24, J28, J33, M52)
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Fairey, David B. "Exclusion of Unionized Workers from Employment Standards Law." Articles 64, no. 1 (2009): 112–33. http://dx.doi.org/10.7202/029541ar.
Testo completoAbstract (sommario):
The technique of permitting unions to derogations from core employment standards has been increasingly advocated as a means of making labour law more flexible while still protecting workers since the union is considered to bring countervailing power in support of workers’ preferences. The new British Columbia Employment Standards Act contains a broad union derogation provision. Industrial relations experts have commented that employment standards that permit the opting out of statutory employee protections in this way invites corrupt arrangements between employers and employer-dominated unions. Using the new BC statute as a case study, the assumption that requiring the union’s consent to derogation from core standards ensures that the derogation reflects workers’ preferences is tested using two sources of empirical data: collective agreements entered into by an employer friendly union (the Christian Labour Association of Canada); and collective agreements in which the union had neither the opportunity nor the strength to prevent derogation.
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McDonald, Patrick. "The Male Marriage Premium: Selection, Productivity, or Employer Preferences?" Journal of Marriage and Family 82, no. 5 (2020): 1553–70. http://dx.doi.org/10.1111/jomf.12683.
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Robert, Cook Lorin, Brian J. Gibson, and Zachary Williams. "Logistics and supply chain job placement: the 2007 perspective." Journal of Transportation Management 19, no. 2 (2008): 1–22. http://dx.doi.org/10.22237/jotm/1220227320.
Testo completoAbstract (sommario):
The development of an effective recruitment strategy that attracts and secures entry-level logistics talent is essential to maintain corporate performance. A critical aspect of job placement involves understanding the preferences of students and employers. This research presents results of parallel surveys of U.S. undergraduate logistics, transportation and supply chain student and employer preferences and perceptions regarding employment. Results provided include a demographic respondent profile, their organization /functional area preferences and their perspectives on selected entry-level employment issues. These research results are intended to provide employers, educators and students with information that can be used to improve job placement success.
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Jaswal, Pankhuri, and Sonali Bhattacharya. "Employer Branding-An Employer Attractiveness Tool, Attractiveness Factors for Millennial." Revista Gestão Inovação e Tecnologias 11, no. 4 (2021): 5533–48. http://dx.doi.org/10.47059/revistageintec.v11i4.2577.
Testo completoAbstract (sommario):
Purpose: In a VUCA world and growing competition within organizations to attract the right talent, it is of extreme importance for the organizations to build employer branding strategies. Organizations need to know these strategies should be based on what factors. This study aims to understand how employer branding can be used as a tool to promote employer attractiveness. The study specifically explores the preferences of Millennial when they are looking for an employer. The study was done on MBA and BBA students, with and without work experience to know perspectives of both fresher’s who without having any experience aspire and wish their organizations to be of a certain kind and students with work experience who tend to eliminate difficulties they faced in previous organizations and prefer for certain values in their new organizations. 200 students took the survey. This study shows what factors the organizations or brand-building vendors should work on to target the right talent pool.
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P., Jaswal,, and Bhattacharya, S. "Employer branding-An Employer Attractiveness Tool, Attractiveness Factors for Millennial." CARDIOMETRY, no. 24 (November 30, 2022): 652–61. http://dx.doi.org/10.18137/cardiometry.2022.24.652661.
Testo completoAbstract (sommario):
Purpose: In a VUCA world and growing competition within organizations to attract the right talent, it is of extreme importance for the organizations to build employer branding strategies. Organizations need to know these strategies should be based on what factors. This study aims to understand how employer branding can be used as a tool to promote employer attractiveness. The study specifically explores the preferences of Millennial when they are looking for an employer. The study was done on MBA and BBA students, with and without work experience to know perspectives of both fresher’s who without having any experience aspire and wish their organizations to be of a certain kind and students with work experience who tend to eliminate difficulties they faced in previous organizations and prefer for certain values in their new organizations. 200 students took the survey. This study shows what factors the organizations or brand-building vendors should work on to target the right talent pool.
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Scott, Dow, Conny Antoni, Jacek Grodzicki, Emilio Morales, and Jose Peláez. "Global Pay Transparency: An Employee Perspective." Compensation & Benefits Review 52, no. 3 (2020): 85–97. http://dx.doi.org/10.1177/0886368720905693.
Testo completoAbstract (sommario):
Countries differ with regard to culture, employment laws and employment traditions and practices, all of which suggest that employees may have different perceptions of the degree to which their company is transparent about pay as well as their own preferences for pay transparency. This study examines, from an employee perspective, how pay transparency and pay transparency preferences differ across multiple countries in Central America, North America and Europe. Pay communications, pay transparency and pay transparency preferences differed among respondents of the countries studied. However, Hofstede’s culture l country measures, uncertainty avoidance, lower levels of individualism and lower levels of power distance were not associated with preferences for pay transparency as might be expected from the literature. Although pay transparency preferences are not related to employee perceptions regarding employer pay communications, pay transparency preferences are related to pay transparency.
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KINCZEL, Antonia, Attila LENGYEL, Réka PÁLINKÁS, Éva BABA BÁCSNÉ, and Anetta MÜLLER. "THE INFLUENCE OF INSIDE WORK AND OUTSIDE WORK WELL-BEING FACTORS ON ACTUAL AND FUTURE TRAVEL DESTINATION CHOICE." GeoJournal of Tourism and Geosites 58, no. 1 (2025): 176–87. https://doi.org/10.30892/gtg.58115-1400.
Testo completoAbstract (sommario):
The study aims to analyze the impact of workplace and non-workplace well-being factors, along with demographic characteristics, on Hungarian employees' travel habits and preferences. This research investigates the interplay between wellbeing factors and travel preferences, emphasizing the potential implications for employee satisfaction and organizational strategies. A quantitative approach was employed, utilizing a structured online questionnaire distributed to randomly selected Hungarian employees from diverse industries. The collected data were analyzed using statistical techniques, including correlation and regression analysis, to identify significant predictors and relationships. The findings underscore that workplace well-being factors, particularly work-life balance, exert a profound influence on travel preferences, suggesting that employees seek restorative travel experiences to counteract workplace demands. Furthermore, demographic factors such as age and gender emerged as critical determinants of travel behaviors. Younger employees prioritized relaxation and wellnessoriented trips, while older age groups leaned towards health-related travel. Gender differences also shaped preferences, with men and women displaying distinct patterns in travel motivations and destination choices. The study highlights the relevance of integrating travel-related considerations into workplace well-being programs. Employer-supported initiatives, such as flexible working arrangements, health benefits, and subsidized travel opportunities, can enhance employee satisfaction and productivity. These measures are not only vital for stress management and burnout prevention but also for fostering loyalty and engagement among employees. Additionally, the findings provide insights for the tourism industry, offering a deeper understanding of the factors influencing travel decisions. Tailored marketing strategies t argeting specific employee demographics and preferences can capitalize on these insights, leading to more effective engagement with potential travelers. This research contributes to the broader discourse on the intersection of workplace well-being, quality of life, and travel behavior, emphasizing the multidimensional nature of employee satisfaction and its implications for both employers and the tourism sector.
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Hossain, Muhammed Zakir, and Tasnimul Arefin. "Bridging the Skills Gap: Examining Factors Influencing Graduate Employability in Bangladesh." European Journal of Contemporary Education and E-Learning 3, no. 2 (2025): 55–74. https://doi.org/10.59324/ejceel.2025.3(2).07.
Testo completoAbstract (sommario):
This study examines the factors that influence the employability of local graduates in Bangladesh, particularly emphasizing university curricula, practical training, employer preferences, and socioeconomic barriers. This research enhances the literature on graduate employability by offering empirical evidence from a developing country context. It expands the skills mismatch framework to include employer preferences and socioeconomic variables. Future research should investigate the effects of emerging technologies, perform cross-national comparisons, and further evaluate policy interventions to improve workforce preparedness in Bangladesh. A quantitative research methodology was employed, gathering data from 450 participants, comprising university graduates, employers, and academic professionals, via a structured survey instrument. Regression analysis and hypothesis testing were utilized to investigate the relationships between independent and dependent variables. The findings demonstrate that university curricula (β = 0.28, p < 0.01) and practical training (β = 0.39, p < 0.01) have a positive and significant impact on graduate employability. On the other hand, the preferences of employers for expatriates (β = -0.22, p < 0.01) and socioeconomic barriers (β = -0.26, p < 0.01) have a detrimental impact on employability outcomes. This investigation highlights the necessity of synchronizing educational curricula with market demands, improving practical training experiences, and tackling structural obstacles like restricted professional connections and language skill difficulties. The results provide practical suggestions for higher education institutions, employers, and decision-makers, such as changes to curricula, partnerships between industry and academia, and initiatives for skill enhancement. Tackling these challenges can facilitate closing the skills gap, enhance the employability of graduates, and lessen dependence on expatriate workers.
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Hossain, Muhammed Zakir, and Tasnimul Arefin. "Bridging the Skills Gap: Examining Factors Influencing Graduate Employability in Bangladesh." European Journal of Contemporary Education and E-Learning 3, no. 2 (2025): 55–74. https://doi.org/10.59324/ejceel.2025.3(2).07.
Testo completoAbstract (sommario):
This study examines the factors that influence the employability of local graduates in Bangladesh, particularly emphasizing university curricula, practical training, employer preferences, and socioeconomic barriers. This research enhances the literature on graduate employability by offering empirical evidence from a developing country context. It expands the skills mismatch framework to include employer preferences and socioeconomic variables. Future research should investigate the effects of emerging technologies, perform cross-national comparisons, and further evaluate policy interventions to improve workforce preparedness in Bangladesh. A quantitative research methodology was employed, gathering data from 450 participants, comprising university graduates, employers, and academic professionals, via a structured survey instrument. Regression analysis and hypothesis testing were utilized to investigate the relationships between independent and dependent variables. The findings demonstrate that university curricula (β = 0.28, p < 0.01) and practical training (β = 0.39, p < 0.01) have a positive and significant impact on graduate employability. On the other hand, the preferences of employers for expatriates (β = -0.22, p < 0.01) and socioeconomic barriers (β = -0.26, p < 0.01) have a detrimental impact on employability outcomes. This investigation highlights the necessity of synchronizing educational curricula with market demands, improving practical training experiences, and tackling structural obstacles like restricted professional connections and language skill difficulties. The results provide practical suggestions for higher education institutions, employers, and decision-makers, such as changes to curricula, partnerships between industry and academia, and initiatives for skill enhancement. Tackling these challenges can facilitate closing the skills gap, enhance the employability of graduates, and lessen dependence on expatriate workers.
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Fernando, Harsha, and Vathsala Wickramasinghe. "Employability skills of maintenance technicians in container ports: Implications for maritime technical and vocational education and training." Maritime Technology and Research 6, no. 4 (2024): 269909. http://dx.doi.org/10.33175/mtr.2024.269909.
Testo completoAbstract (sommario):
The study investigated the employability skills of maintenance technicians engaged in container ports in Sri Lanka. The specific objectives were to investigate 1) employability skill gaps between technicians’ evaluations of the level of current possession and the expected level to be possessed for the current job tasks, 2) employability skill gaps between technicians’ evaluations of the expected level of skills for current job tasks and immediate superiors’ evaluation of the importance of the same for current tasks, and 3) maintenance technicians’ exposure to skill development strategies after joining the respective container port terminals. The study was conducted in the two main container ports of Sri Lanka- Colombo and Hambantota. Responses were pooled from two independent sample groups- maintenance technicians and their immediate superiors. Maintenance technicians had graduated from technical and vocational education and training institutions with levels 3 or 4 National Vocational Qualification. Findings identified employability skill preferences of maintenance technicians and their immediate superiors, which led to possible skill gaps. The findings highlight the importance of TVET institutions identifying the preferences of business sectors, they should be prepared to impart employer-preferred skills to their trainees and to bridge any gaps in expectations. This will lead employees to develop realistic expectations of employer preferences. Hence, the findings of the study have implications for technical and vocational education and training institutions, students enrolled in these institutions, employees engaged in container ports, and their employers. Highlights Employability skills are vital to be employed and to remain employed Skill gaps have consequences for job seekers, employers, and training institutes This study investigated employability skills of technicians in container ports
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McDonald, Patrick. "How Factorial Survey Analysis Improves Our Understanding of Employer Preferences." Swiss Journal of Sociology 45, no. 2 (2019): 237–60. http://dx.doi.org/10.2478/sjs-2019-0011.
Testo completoAbstract (sommario):
Abstract Factorial Survey Analysis (FSA) is an analytical tool that presents respondents with fictional situations (“vignettes”) to be rated or judged. In this paper we study the use of FSA in labour market sociology, with a particular focus on employer-based surveys, and what they can teach us about hiring preferences. FSA is useful in this context as it targets employers directly and comes close to a causal design. This review article seeks to pinpoint the contributions FSA has made to the field, identify its limits and propose topics in which it may be useful.
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Ravn, Rasmus Lind, and Thomas Bredgaard. "Employer Preferences Towards Recruitment of Refugees – A Danish Vignette Study." Nordic Journal of Migration Research 11, no. 3 (2021): 301. http://dx.doi.org/10.33134/njmr.375.
Testo completo
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Kurek, Dorota. "Traditional and Modern Sources of Information “Serving” the Image of the Public Employer – A Generational Perspective." International conference KNOWLEDGE-BASED ORGANIZATION 30, no. 1 (2024): 1–6. http://dx.doi.org/10.2478/kbo-2024-0032.
Testo completoAbstract (sommario):
Abstract The image of public organizations as employers, including security institutions such as the Polish Army, is an intangible, subjective and changeable aspect, which is shaped, among other things, using modern and traditional communication platforms. The preference of information sources is an important issue in the process of employer branding, as the selection and use of the right sources of information allows to effectively inform target groups, increase the level of knowledge about the attributes of the military as an employer, eliminate misinformation and respond more quickly to image crises. With the above in mind, the purpose of the conducted research was to identify the sources of information about the military used by representatives of three generations operating in the modern labor market, including the search for a relationship between the level of attractiveness of the Polish Army and the sources of information used by the public. The conducted research aimed to show how important it is to know the target groups, their preferences, and needs, in the context of the process of building the image of a public institution as an attractive employer.
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Meyerding, Stephan G. H. "Job preferences of agricultural students in Germany – A choice-based conjoint analysis for both genders." International Food and Agribusiness Management Review 21, no. 2 (2018): 219–36. http://dx.doi.org/10.22434/ifamr2017.0060.
Testo completoAbstract (sommario):
Knowledge of the job preferences of agricultural students is essential for the competitiveness of the industry. Yet no study is available in Germany. Other studies mostly used direct questions for the preference measurement, which raises possible concerns about a socially desirable response bias. For this reason, the present study combines a quasi-experiment (choice-based conjoint analysis) and direct questions (Likert scales) to measure the job preferences of 568 agricultural students in Germany and compares the results. In addition to finding gender differences, the study found that ‘income’ and ‘future perspective’ are the most important job characteristics for the job choice of agricultural students, and that they also prefer an increasing ‘work-life-balance’ as well as a ‘rural location’ for their future employer. Insights about job characteristics’ attractiveness lead to a more transparent environment in which employers and (potential) employees make better-informed decisions, resulting in increased job satisfaction, performance and career sustainability.
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Feldman, Yuval, and Yotam Kaplan. "Preference Change and Behavioral Ethics: Can States Create Ethical People?" Theoretical Inquiries in Law 22, no. 2 (2021): 85–110. http://dx.doi.org/10.1515/til-2021-0018.
Testo completoAbstract (sommario):
Abstract Law and economics scholarship suggests that, in appropriate cases, the law can improve people’s behavior by changing their preferences. For example, the law can curb discriminatory hiring practices by providing employers with information that might change their discriminatory preference. Supposedly, if employers no longer prefer one class of employees to another, they will simply stop discriminating, with no need for further legal intervention. The current Article aims to add some depth to this familiar analysis by introducing the insights of behavioral ethics into the law and economics literature on preference change. Behavioral ethics research shows that wrongdoing often originates from semi-deliberative or non-deliberative cognitive processes. These findings suggest that the process of preference change through the use of the law is markedly more complicated and nuanced than previously appreciated. For instance, even if an employer’s explicit discriminatory stance is changed, and the employer no longer consciously prefers one class of employees over another, discriminatory behavior might persist if it originates from semi-conscious, habitual, or non-deliberative decision-making mechanisms. Therefore, actual change in behavior might necessitate a close engagement with people’s level of moral awareness. We discuss the institutional and normative implications of these insights and evaluate their significance for the attempt to improve preferences through the different functions of the legal system.
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Rosli, Hafizah, and Narimah Samat. "The Impact of Gender and Age on the Choice between Employer-Provided Buses and Private Vehicles for Commuting." International Journal of Research and Innovation in Social Science IX, no. II (2025): 805–14. https://doi.org/10.47772/ijriss.2025.9020064.
Testo completoAbstract (sommario):
Commuting patterns are shaped by a variety of factors, including economic considerations, convenience, and access to transportation options. Demographic characteristics, particularly gender and age, have garnered increasing attention in recent studies as significant determinants in transportation choices. In metropolitan areas such as Georgetown, Penang, where congestion is a pressing issue and public transport systems are evolving, understanding the role of demographic factors in commuting preferences is essential for effective transport planning. This study examines the influence of gender and age on the commuting choices of government employees in Georgetown, who primarily rely on employer-provided buses for transportation. Using a chi-square analysis, the research identifies key patterns in commuting behavior, with a focus on how gender and age affect the preference for employer-provided transportation over private vehicles. The results indicate that gender significantly influences commuting preferences, with female employees showing a greater tendency to use employer-provided transport (Pearson Chi-Square = 13.895, p = 0.008; Likelihood ratio = 12.289, p = 0.015). However, age does not demonstrate a statistically significant impact on transportation choices (Pearson Chi-Square = 15.441, p = 0.218; Likelihood Ratio = 13.437, p = 0.338). These findings highlight the importance of considering gender-specific needs in the design of government-sponsored transportation programs, while age does not appear to be a major factor in commuting behavior. This research provides valuable insights to inform policies aimed at improving mobility services for the workforce in Georgetown, Penang.
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Coles, Peter, Alexey Kushnir, and Muriel Niederle. "Preference Signaling in Matching Markets." American Economic Journal: Microeconomics 5, no. 2 (2013): 99–134. http://dx.doi.org/10.1257/mic.5.2.99.
Testo completoAbstract (sommario):
Many labor markets share three stylized facts: employers cannot give full attention to all candidates, candidates are ready to provide information about their preferences for particular employers, and employers value and are prepared to act on this information. In this paper we study how a signaling mechanism, where each worker can send a signal of interest to one employer, facilitates matches in such markets. We find that introducing a signaling mechanism increases the welfare of workers and the number of matches, while the change in firm welfare is ambiguous. A signaling mechanism adds the most value for balanced markets. (JEL C78)
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Gribincea, Corina, Ecaterina Heghea, Mihail Ciobanu, and Cristina Ungur. "Flexible work models and female employee preferences." Economy and Sociology, no. 2 (May 2025): 121–29. https://doi.org/10.36004/nier.es.2024.2-10.
Testo completoAbstract (sommario):
New arrangement models have quickly become the most common work organization for many companies, offering employees a better work-life balance and higher job satisfaction. The COVID-19 pandemic has accelerated the adoption of these models without a clear understanding of emerging hybrid forms and the support needed to ensure a sustainable and efficient transition. The lack of clear regulatory frameworks and adequate infrastructure has created challenges for both employers and employees, highlighting the need for strategic policies and investments to support the sustainable development of the new forms of work. This study explores the determinants of the acceptance of the new working models and female employee satisfaction in post-pandemic Moldova. Using a questionnaire survey and an Ordinary Least Squares (OLS) regression model, the research evaluates employees’ preferences for traditional, hybrid, and remote work arrangements. The findings indicate a growing inclination toward hybrid work models, which offer flexibility and work-life balance. However, full adaptation remains hindered by limited digital infrastructure, employer concerns over productivity, and insufficient policy support. While remote work is valued for its flexibility, employers in Moldova express reservations about its impact on oversight and collaboration. By focusing on female employees—who represent the majority of the workforce sample—this study offers a gendered perspective on evolving work preferences and provides evidence-based recommendations for designing inclusive and adaptive work policies. The findings contribute to understanding workforce transformation in Moldova and support efforts to align labor market practices with broader trends in digitalization and gender equity.
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Durst, Carolin, and Vanessa Klopf. "Unveiling the Influence: Corporate Influencers and Employer Branding in the Skilled Trades Industry." European Conference on Social Media 11, no. 1 (2024): 92–102. http://dx.doi.org/10.34190/ecsm.11.1.2137.
Testo completoAbstract (sommario):
The skilled trade industry is a significant driving force for the development and prosperity of society and constitutes the backbone of the German economy with its small and medium-sized enterprises. Currently, waiting times for craftsmen stand at approximately three months. This trend is on the rise due to the continued and severe shortage of apprentices and skilled workers. Potential trainees are representatives of Generation Z and best reached through social media channels. Consequently, many companies deliberately utilize corporate influencers in employer branding efforts to win young talents. Corporate influencers have the ability to present specifically job-related content and offer more authentic insights into the daily work environment. However, do they genuinely influence the career preferences of potential trainees? The aim of this study is to investigate if and to what extent corporate influencer influence the perception of the skilled trades industry and career preferences of potential applicants. To investigate the impact of corporate influencers on the perception of the skilled trade industry and the respective career preferences of potential applicants, we conducted a study with 66 students from a secondary school in Germany. (1) First, we measured the perception of the skilled trades industry and career preferences of the participants. (2) Then we exposed them to previously selected content of two corporate influencers from the skilled trades sector. (3) After the exposure, we measured the perception of the skilled trades industry and career preferences of the participants again. For the statistical analysis we used regression analyses and T-tests. The findings of the study show that corporate influencer on social media positively influenced both, the perception of the skilled trades industry and the career preferences of potential applicants. Particularly, insights into daily work routines prove to be effective. Simultaneously, the study reveals that the employer attractiveness of the skilled trades industry in general significantly influences the perception of the industry and enhances applicants' interest in craft professions.
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Pawar, Avinash, Rira Nuradhawati, Atik Rochaeni, and Indra Kristian. "BUSINESS SIGNIFICANCE OF EMPLOYEE VALUE PROPOSITION TOWARDS EFFECTIVE WORKFORCE MANAGEMENT." Jurnal Academia Praja 6, no. 1 (2023): 1–20. http://dx.doi.org/10.36859/jap.v6i1.1421.
Testo completoAbstract (sommario):
The Employee Value Proposition (EVP) represents the perceived overall deal between employer and employee. The employer offers the employee and expects contributions from the employee in return. The inducements and contributions consist of mutual obligations and promises. Inducements typically concern career progression, organisational support, fair and transparent performance management and more tangible things such as pay and holiday entitlements. Contributions related to working hours, being an employer advocate within and outside the organisation, bringing skills, enthusiasm and entrepreneurship to productive work. Importantly, within the overall deal, nested deals are operating at different organisation levels, such as the tailored, workable arrangements forged between the team leader and team members. These reflect opportunities available for employees to shape their work experience. Top-performing companies create a sustainable EVP and total rewards strategy based on the needs, demographics and preferences of their workforce. Employee value Proposition refers to the rewards and benefits an employee receives in return for his performance at the organisation's workplace. The characteristics of the EVP need to be reflected in the corporate and employer brands. This paper takes reviews the concept of employee value proposition along with the business significance of human resource management.
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Arora, Ashna, Leonard Goff, and Jonas Hjort. "Pure-Chance Jobs versus a Labor Market: The Impact on Careers of a Random Serial Dictatorship for First Job Seekers." AEA Papers and Proceedings 111 (May 1, 2021): 470–75. http://dx.doi.org/10.1257/pandp.20211010.
Testo completoAbstract (sommario):
Do workers' first jobs affect their careers? Do such first-job effects (FJEs) vary across worker types? If so, can policy improve upon a “free” labor market by altering initial worker-employer matches? We study these questions using Norway's pre-2013 system of assigning doctors to their first job–residencies–through a random serial dictatorship. This generated individual-level variation in workers' choice sets over employers, which we use as instrumental variables to estimate FJEs. We then decompose workers' preferences over first employers into FJEs-on-earnings and employer “amenity value” components, showing how matches and worker welfare changed in the post-2013 decentralized labor market.
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Zagelmeyer, Stefan. "Determinants of Collective Bargaining Centralization." Journal of Industrial Relations 49, no. 2 (2007): 227–45. http://dx.doi.org/10.1177/0022185607074920.
Testo completoAbstract (sommario):
Various factors influence the development of collective bargaining structures. Based on cross-sectional and pooled cross-sectional data from the British Workplace Employment Relations Survey series, this article discusses and empirically analyses the establishment-level determinants of collective bargaining centralization, i.e. whether an establishment is covered by single-employer collective bargaining or multi-employer collective bargaining. It argues that the employers' and trade unions' preferences for a particular bargaining structure depend on the outcome of cost—benefit analyses of different available institutional alternatives. The actual choice of a collective bargaining structure then reflects the interaction of the actors' preferences, moderated by an institutionally determined decision-making process. Estimation of a probit model with pooled cross-sectional data shows that the number of unions present at the establishment, membership of an employers' association, and public sector affiliation are positively associated with collective bargaining centralization. In contrast to this, establishment size, trade union density, foreign ownership and control, and international product markets are negatively associated with centralization. Neither establishment age nor foreign ownership appeared to be significant.
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Garafiev, Ilshat Z., and Gulshat I. Garafieva. "ENGINEERING VACANCIES IN FOCUS OF EMPLOYERS: SALARY AND PROFESSIONAL EXPERIENCE." EKONOMIKA I UPRAVLENIE: PROBLEMY, RESHENIYA 12/18, no. 153 (2024): 4–16. https://doi.org/10.36871/ek.up.p.r.2024.12.18.001.
Testo completoAbstract (sommario):
The article examines the dynamics of salaries, the impact of company size and industry on the level of wages, and the relationship between the required work experience and the compensation offered. Particular attention is paid to the analysis of vacancies for which the employer sent an invitation to interview, which allowed us to identify additional employer preferences.